Laminar Hiring for Grand Master of Talent Acquisition at Remote Full Time

Are you tired of the usual recruitment grinding and fulfilling meaningless KPI’s? Want to implement your ideal vision on a fantastic team, that thrives on treating candidates as people, building relationships while setting up the groundwork for a booming organisation? Read on!

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Who are we? We are Laminar Projects!

We are a Construction Consultancy & Tech Startup Hybrid. We help construction projects optimize their project management as a consultancy and then we use our revenues to develop our own software products. This approach has allowed us to grow from just 2 people in 2017 to over 100 today and we are still very much at the beginning. Well, this is precisely why we need a Grand Master of Talent Acquisition! We’re looking at maintaining this growth on a yearly basis, and our projects show no signs of ramping down. We want someone who resonates with our core values and helps us grow a team that envisions them.

Vision (Why we exist)
We exist so that everyone in our team can thrive in a high-impact community that:

• Connects us with meaningful relationships
• Inspires us to develop ourselves to become better humans
• Empowers us to pursue our own learning adventures

We believe that, by first doing this, we can achieve the highest levels of value for the world.

Missions (What we are aiming for)

• To fully digitise the construction of human civilisation
• To create a new type of organisation that enables human flourishing while delivering a huge positive impact on society

So, at this point you might be asking what makes us different from other opportunities you might be looking at. Here are a couple of pointers to answer that question:

• We aren’t a company; we are a team. We thrive on being a growing start-up, with a dynamic culture and a tight-knit team. Our leaders are hands-on coaches and one of our main objectives is to give 5 years’ worth of learning and development for every 1 year with us.
• Fast and transparent progression based on our development matrix. This means that our roles and salaries are purely meritocratic, focusing on capability over experience. So, if you have the skills to hop to the next level, you will get reviewed and promoted, simple as that. And if you don’t have the skills yet, you can learn them with us.

Get to know us more here!

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The Role

As an experienced and tenacious Talent Acquisition Manager with the ability to context-switch between a high-level strategic mindset and detailed execution, you will have the opportunity to lead our Talent Acquisition Team, and to innovate and iterate on our existing recruitment strategies and processes to create a first-class recruitment process, without losing sight of both the applicants experience and the continuous feedback process we deliver.

What kind of responsibilities would I have?

• Manage up to 10 job campaigns simultaneously across all business areas, spanning across our teams: Consulting, Software and Operations.
• Work alongside the business leaders to identify and outline their hiring needs.
• Continuously optimize our recruitment workflow for each team.
• Lead, coach and develop the Talent Acquisition team from Sourcing to Onboarding, including every step in between.
• Ensure an amazing candidate experience!

Where would I be working?

This is a fully remote position and, even though you might be based outside of the UK, you don’t necessarily have to comply with the UK timeframe completely (we usually ask for a 2–3 hour overlap between your time zone and UK). You would be working with our Operations team, based both in the Philippines and Portugal.

Who would your clients be?

On one hand, our Hiring Team, comprised predominantly by highly skilled Lamineers who want to see their team grow even further. On the other hand, eager candidates/prospects that are about to embark on a Recruitment Experience! All this while mentoring a young and excited team in People Operations.

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Salary and Benefits

• Full-time contract, with fully flexible hours.
• Fully remote work.
• Salary packages between 22 and 29 Lakhs (yearly)
• Annual equity (options) bonus so you can share in our growth
• You will be supported to excel in whichever areas you are most interested in! With Laminar, development is unbounded.

Note: if you are based in the India, the respective market related salary bands and local benefits will apply. Should you be working remotely from any other location during your transition period based on your relocation process, the salary offered will be market related to your location at the time.

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Application

As a Grand Master of Talent Acquisition at Laminar, an ideal candidate would:

• Be experienced with creating and managing full lifecycle recruitment processes – from project and sourcing to onboarding (Required)
• Have 5+years’ experience as a Recruitment Manager/Head of Talent Acquisition – preferably with remote roles (Required)
• Be an English native or bilingual (Required)
• Have 3+years’ experience in building recruitment processes, social recruitment campaigns and sourcing projects (Required)
• Be savvy with recruitment platforms (JazzHR is a plus) and job boards (setting new job boards is a plus) (Required)
• Leadership/coaching experience (Desirable)

If you don’t think you meet all the criteria but still are interested in the job, please apply! Nobody checks every box, and we’re looking for someone excited to join the team!

We get hundreds of applications so please include a short summary/cover letter explaining why you want to join us and what you think you bring to the team – We aren’t a giant faceless corporation; we really care about the people who want to join our team so all letters will be read by one of our senior leaders.

In terms of application, we usually start with a screening call to tell you what we are all about in a small, casual conversation. That helps you to get to know us a bit better and tell us a bit about yourself.

From then on, the process is the following:

• Assessment with one of our leaders, focusing on your Recruitment skills, as well as your communication and impact within our team.
• A one-to-one session with one of our founders
• Offer stage.

Usually, we try to make the process as smooth as possible, so expect feedback up to a maximum of two weeks.

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